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Matt: That’s a tough one because it can feel aggressive. Scott: Lurk where your team communicates. Scott: Yeah. We agreed we’d keep the meetings really short but every communication tool is good for some things and bad for others. GoodReads ones but every Amazon review, every magazine review, and I feel like that’s part of my job. Making Things Happen has a two star review on Amazon where someone says it was about as useful as a piece of toilet paper or something like that. But I thought it made total sense to me, that at least a couple times a year, get everyone in a room together, and then we could flip the way we work and we could work more like a traditional team and take on a bigger project where we all have to be working on the same thing together for two days. I think that helped us a lot as a team because then we’d go back to our regular style of working but now we just spent two days really working hard on something that stretched our relationship and our working styles in a very important way for us. Matt: I will say also that’s something I learned a lot when you joined because as one of the first açık slot oyunları telegram middle managers, it was a lot of letting go for me.
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I frequently give the advice when someone joins to get some hobbies, go to some meetup groups, find some things where you can interact with other homo sapiens outside of this remote, computer-mediated interactions. If you do that periodically, especially when you don’t see them posting on Slack or giving any visible - you have no passive indicators that they’re following up on this… Scott: That’s why feedback is hard because we, especially people who are passionate about their work, they don’t have much psychological separation between their identity as a worker and their identity as a human being, and that is a kind of maturity that you need to have. I was trying to reflect what was going on in my team and I didn’t do enough to set that in some kind of context. Matt: One thing I hear a lot about people who have had a lot of experience in a physical office is they get so much value from the kind of drop-in or walking around because you get - what you said you get with just a little bit of audio is an even higher bandwidth, right? Scott: That was enough to help prove that I had some value. Scott: Well I’m a writer, so that’s the easiest place to start.
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And it doesn’t necessarily mean that what I did was bad, it just means that there’s many ways to decide what good is. And then little by little it became natural for the team to look to me to set the goals and to help decide what features should be next or what things should be built. And any team, even if people are working individually for the most part but there’s some things that overlap, someone has to be setting the rhythm for the week, the rhythm for the month, and to help people set their own rhythm for the day. I know this is true at Automattic, that some people join and after they’re there for six months - or any distributed company - they discover some things about their own needs they didn’t know before. Matt: We can make our own definition here. Matt: I think part of it is it’s tied in with a bunch of other things. So we’re distributed, why do we need to get together? I don’t understand why people obsess about it. I totally understand that perception and I’ve tried to explain it. And part of that was - the book was supposed to be this insider view and I don’t do that much context-setting about these wider issues in not just tech culture but culture at large.
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